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    17.elements of Good HRD

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    Vishal
    The document discusses elements of good human resource development (HRD) and approaches to evaluate the HR function and its impact. It identifies three key elements of good HRD: 1) corporate and business strategy being linked to HRD, 2) a system-engineered and system-driven HRD approach, and 3) HRD being appropriately structured and competently handled. It then examines several approaches to evaluate the HR function, including the balanced scorecard, strategic HR framework, Arthur Andersen's human capital appraisal approach, and an HRD scorecard model.

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    17.elements of Good HRD

    Uploaded by

    Vishal
    6K views3 pages
    The document discusses elements of good human resource development (HRD) and approaches to evaluate the HR function and its impact. It identifies three key elements of good HRD: 1) corporate and business strategy being linked to HRD, 2) a system-engineered and system-driven HRD approach, and 3) HRD being appropriately structured and competently handled. It then examines several approaches to evaluate the HR function, including the balanced scorecard, strategic HR framework, Arthur Andersen's human capital appraisal approach, and an HRD scorecard model.

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    17.Elements of Good Hrd

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    The document discusses elements of good human resource development (HRD) and approaches to evaluate the HR function and its impact. It identifies three key elements of good HRD: 1) corporate and business strategy being linked to HRD, 2) a system-engineered and system-driven HRD approach, and 3) HRD being appropriately structured and competently handled. It then examines several approaches to evaluate the HR function, including the balanced scorecard, strategic HR framework, Arthur Andersen's human capital appraisal approach, and an HRD scorecard model.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
    6K views3 pages

    17.elements of Good HRD

    Uploaded by

    Vishal
    The document discusses elements of good human resource development (HRD) and approaches to evaluate the HR function and its impact. It identifies three key elements of good HRD: 1) corporate and business strategy being linked to HRD, 2) a system-engineered and system-driven HRD approach, and 3) HRD being appropriately structured and competently handled. It then examines several approaches to evaluate the HR function, including the balanced scorecard, strategic HR framework, Arthur Andersen's human capital appraisal approach, and an HRD scorecard model.

    Copyright:

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    of 3

    ELEMENT OF GOOD HRD :-NEED FOR

    REALIGNMENT

    HRD has been defined as process by which the


    employees of an organization are helped, in a
    continuous, planned way to acquire or sharpen
    capabilities required to perform various functions
    associated with their present or expected future
    roles.

    HRD also means competence building, commitment


    building and culture building.

    ELEMENTS OF GOOD HRD

    Corporate strategy/ business strategy which is linked


    with HRD
    System and system-driven HRD.
    Appropriately structured and competently handled
    HRD.

    Corporate strategy and business linked HRD----the


    organization may use a variety of strategies i.e.
    Changes in technology, changes in market,
    acquisitions and mergers, internationalization of
    business, addition of new products and services,
    cost-reduction efforts, quality enhancement
    programmes.
    If all these strategies have to succeed the people who
    are required to implement them, should have a
    high degree of commitment.
    System-engineered and system-driven HRD------
    component systems of HRD include career system,
    work-planning system, development system, self-
    renewal system( survey feedback, team building ),
    culture system.
    Appropriately structured and competently
    HRD---------------HRD needs to be appropriately
    structured and completely handled.

    APPROACHES TO EVALUATE THE HR FUNCTION


    AND ITS IMPACT

    The Balance Score Card Approach ---popularized by


    Kaplan and Norton (1992-93), the balanced score
    card approach assumes that for a business to
    succeed in the long run, the expectation of three—
    stakeholder employees, customers and
    shareholders must be satisfied. Managers want a
    balanced presentation of both financial and
    operational measures. They therefore devised what
    they called the balanced scorecard----a set of
    measures that gives managers a fast but
    comprehensive view of the business.
    • The strategic HR framework--------the strategic
    HR framework aims to leverage or align HR
    practices to build organizational capabilities that
    enable an organization to achieve its goals.
    Components----business strategy, Organizational
    capabilities, Human resource practices.
    • ARTHUR ANDERSON’S Human capital
    appraisal approach----------five stages----1. The
    clarification stage, 2. The assessment stage, 3.
    The design stage, 4. The implementation stage,
    5. The monitoring stage.
    • HRD Score Card: A proposed model---- to
    measure the HRD maturity level of an
    organization. The HRD maturity levels depends
    on----1. HRD system maturity, 2. HRD
    competencies of the employees including the HR
    department, 3. HRD culture, business linkage of
    HRD.

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